IBM Corporate Social Responsibility

Transcription

1 IBM Corporate Social Responsibility Inter-American Conference, Sept. 2004

2 IBM from Spare Change to Real Change * Solving social and Educational Problems with Technology and talent. *Harvard Business Review, Rosabeth Ross Kanter

3 IBM in Latin America A Human Resources Review IBM has a presence for over 80 years A workforce of over 10,000 employees LA represents approximately 3% of global business and, is a region with great growth prospects Our operating regions are: ƒ Brazil ƒ Mexico ƒ Spanish South America (9 countries) ƒ Caribbean Operations - business partner model

4 IBM Latin America One of the Best Places to Work in Mexico Expansion Magazine & Great Places to Work org Diversity Program Best Practice 150 Best Companies to Work Exame Magazine 100 Most Appreciated Companies Carta Capital Magazine 2003 Social Responsibility Marketing Best Top 10 Company- Diversity El Mercurio, Chile Top 5 Best Place to Work Apertura, Argentina

5 IBM Human Resources A Partner to Business Leaders IBM HR Model ƒ Talent ƒ Performance & Differentiation ƒ Climate ƒ HR Skills HR "Generalists" and Program "Specialists" Professional expertise that is developed through projects and "real life experiences"

6 Talent Management Programs Selection is critical - multiple interviews Onboarding process as a deliberate activity Training and peer assistance Coaching for continuous improvement Establish Individualized Development plans annually with employee's manager Early career assessments for Top Talent and Management Potential Focus on advancement of talented women

7 Performance & Differentiation Annual performance assessment influences all compensation decisions - for employees and managers with respect for individuals ƒ Merit based salary increases ƒ Amount of annual performance bonus payment Sales plan attainment determines variable incentive pay for sales professionals

8 Employer Climate Programs Climate assessment ƒ Global "Pulse" Survey 6 times per year- regular basis ƒ Employee satisfaction index of core questions ƒ Indicators of leadership and people management focus by local management team People Management focus on performance ƒ Establish Personal Business Commitments annually ƒ Periodic discussions throughout the year ƒ Employee self-assessment of results before management assessment of performance

9 HR Skills HR model provides partnership to the business unit leaders Country based resources, small HQ Multi-country support model for our Spanish South America region of 9 countries HR professionals learn by doing, by job rotation and by expansion of their responsibilities ƒ There are multiple opportunities for people to grow

10 IBM Sales Culture Characteristics We: ƒ Are customer-focused ƒ Leverage and Integrate Team IBM ƒ Celebrate accomplishments ƒ Take pride and have passion for IBM technology and services ƒ Are proud, confident, and successfully supported by the entire IBM Corporation ƒ Are driven to win: Focused, tenacious, and passionately competitive

11 Business Integrity & Ethics To ensure we meet our commitments to our shareholders, employees, and regional partners, we: ƒ Maintain "Open Door" channels for our employees to raise concerns internally ƒ Implement Sarbanes-Oxley requirements globally, particularly for business controls and internal audit ƒ Require annual certification of IBM Business Conduct Guidelines which describe expected practices ƒ Maintain rigorous standards and specialists who focus on health & environmental affairs

12 Community & Volunteer Actions Giving Time & Talent 80 year+ reputation as reponsible corporate citizen Cornerstone of our Corporate Community Relations (CCR) strategy is strategic philanthropy and technology-intensive partnerships vs "a check book" IBM employees (including executive team) are actively engaged helping schools, not-for-profits, & gov't leaders to leverage technology to effect change/transformation by contributing their personal expertise, time, and creativity.

13 On Demand Community (continued) IBM Corporate Community Relations focus: making a difference in the community achieving quality education for all, fostering skill development, providing access to and leveraging technology to help solve complex societal problems, supporting/empowering IBM employees, fostering volunteerism

14 Community & Volunteer Actions (continued) IBM's "On Demand Community" (strategy, repository, process) launched globally YE '03 helps empower employees & retirees as volunteers provides tools, solutions, best practices and more IBM supports employee/retiree efforts by contributing products, services, cash to schools or not-for-profits where employee is volunteering ƒ To date, over 20,000 volunteers registered. over 10% of IBM LA employees participating - (exceeding 1st year target). 14% in our SSA region

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16 On Demand Community online (Continued) ODC global website allows every IBMer to: ƒ Learn about IBM's rich heritage of giving something back and about other volunteers ƒ Identify volunteer opportunities ƒ Receive effective volunteer training ƒ Access tools, technology solutions, and best practices to use in volunteer engagement and share with schools and not-for-profit agencies

17 IBM KidSmart Workstation

18 On Demand Community (continued) Mexico highlights: child care for employees in Mex City & Guad IBM KidSmart Early Learning solution (HW, SW, Teacher training) provided to over 400 classrooms, 1000 teachers, 10,000 pre-schoolers Summer EXITE Camps for adolescent girls to foster an interest/passion for science and technology (over 150 girls attended in recent years in DF & Guad.) Centers for Technology Access for disabled (Integra Partnership w/ Federal DIF) will be available in 32 Mexican states

19 Conclusion Employees are what make IBM a great company Their satisfaction, commitment and enthusiasm make a difference We offer a full set of Human Resources programs that value IBM employees and that compliment and enhance IBM's strategies, business objectives, And, most importantly, reflect our Company Values: ƒ dedication to every client's success ƒ innovation that matters for our company and the world ƒ trust and personal responsibility in all relationships

20 Conclusion Questions and Open Discussion